Job Charecteristics Model

In: Business and Management

Submitted By ReneeLester
Words 450
Pages 2
HW #8
Page 239

1. What is the job characteristics model? How does it motivate employees?
A job that proposes that any job can be described in terms of five core job dimensions, skill variety, task identity, task significance, autonomy, and feedback. When employees receive feedback from the five core job dimensions a motivating potential score (MPS) is calculated through their performance and a company can then assess if their employees are motivated through satisfaction.

2. What are the three major ways that jobs can be redesigned? In your view, what situations would one of the methods be favored over others? Job rotation, Job enrichment, and Flextime. In my view flextime is definitely favored. To have the ability to work at your convenience (but meeting task) is a huge motivation for me. Some may need a structured environment and time accountability but not me. Flextime keeps the pressures of working and balancing life even. The ability to do what is needed at home and work can keep everyone happy.

3. What are the three alternative work arrangements of flextime, job sharing, and telecommuting? What are the advantages and disadvantages of each? Flextime allows you to work at your semi-convenience, Job sharing is when two people work a job alternately doing the job of what a full-time employee would do but cost the company less in wages, telecommuting is working at least two days or more a week from a computer linked to company. The advantages of these work arrangements are flextime gives you the time you need for balance of work and life, job sharing allows the employee to be a dual earner and a benefit to the company is that is cost them less in paying wages, telecommuting allows employee to work from the convenience of their home, don’t have to get dressed, save money on traveling work expenses. The dis advantages are; Flextime & telecommuting has no…...

Similar Documents

Jobs

...9 JOBS a) Talk about job opportunities in Slovakia and abroad, compare them b) What are your preferences in the future ? (family, work) c) Talk about retaired people in Slovakia ( living, pension lifestyle, health) About 12 percent of population in Slovakia are unemployed. In some places (for example : Orava, Čadca) it´s 24 percent because there are small companies and these companies offer job for few people. In Orava are the largest companies : Johnson Controls, MTS, Panasonic or Hydac but these companies aren´t big as some companies in some big cities, which means that only some people have job there. People must look for some job abroad. The most popular places for work among slovak people are : the Czech republik, Austria, England and nowadays Norway,too. People have been working in this country for a two weeks and than they go home. A second reason,why people work abroad is, that the work abroad is better paid. They do the same work as in our country, but they have a higher salary. Work abroad has lots of advantages. For example, when you work as au-pair you can know some habits in the family where you work. You can make new friends and when you want to learn some foreign language, the work abroad and live abroad is the best way how to do it. Because you have to use language in this country. Other countries can be more advanced than our country so you can get more work experiences. These countries are often very rich and when you work in this country......

Words: 830 - Pages: 4

Job Characteristic Model

...study focuses on working adults with SMD and examines the extent to which the Job Characteristics Model (Hackman and Oldham, 1976), a widely studied model of motivational job design, explains work outcomes for these adults. In addition, principles from Expectancy Theory and personnel selection were applied to the task of explaining differences in motivation to get a job among the population of non-working adults with SMD receiving vocational services. The Ohio Department of Mental Health, the Substance Abuse and Mental Health Services Administration (SAMSHA) and the Social Security Administration (SSA) funded the research. The Job Characteristics Model and Working Adults with SMD A large body of research provides evidence that the way jobs are designed impacts outcomes that are important to workers (e.g., job satisfaction) and to employers (e.g., productivity). Job design can be approached with one or more goals in mind. For instance, jobs can be designed in the interest of increasing production efficiency, minimizing physical strain, or with an eye on maximizing the extent to which they are motivating to the worker (Campion and Thayer, 1985). The Job Characteristics Model (JCM) (e.g., Hackman and Oldham, 1976) is a widely studied model of motivational job design that has explained important work outcomes (e.g., satisfaction, tenure) for workers in a wide variety of blue and white-collar jobs. Although there have been hundreds of published studies related to......

Words: 2375 - Pages: 10

Jobs

...People choose careers for many reasons(finacial gail, job satisfaction).What do you think is the best way to choose a career. Use specific reasons and example to support your answer. I know some people who give more thought to what they wear to work each day than they gave to choosing their careers. Personal, I think that career planning is multi-step process that involves learning about yourself, discovering which occupations are suitable for someone with that personality tipe, values, interests and skills. It is very important to have a satisfing job. Job satisfaction has been defined as an affective reaction to one job. So that the happiest people are with their job, the more satisfied they are said to be. For an organization is important that people be efficient. For that they must be motivated. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, etc. Other influences on satisfaction job include the management style and culture, employee involvement , empowerment and work in groups. Job satisfaction is a very important attribute which is frequently measured by organisations. The most common way of measurement is use of rating scales where emloyees report the reactions to their job. Questions relate ray of pay, work responsabilities, variety of tasks and promotional opportunities. Some questions ask yes/no questions while others ask to rate......

Words: 340 - Pages: 2

Jobs

... |Communicate customer requests to management. | | |Assists in completing price changes within the department. | | |Develops annual business plan in conjunction with Sales Manager, which details activities to | | |follow during the fiscal year, which will focus the Sales Associate on meeting or exceeding sales | | |quota. | | |Complete understanding of pricing and proposal models. | | |Demonstrates the ability to carry on a business conversation with business owners and decision | | |makers. | | |Maximizes all opportunities in the process of closing a sale resulting in the taking of market | | |share from larger competitors. | | |Sells consultatively and makes recommendations to prospects and clients of the various solutions | | ...

Words: 706 - Pages: 3

Off Job and on Job Analysis

...this project “Comparative analysis on-job & off-job training effects on employee performance”. Secondly I am thankful to all my teachers who have up till now provided me with the standards of excellence. I would especially like give me thanks to Sir Salman Zia who helped me hard and it is because of his guidance that gets motivated and completed my research work in very fine manner. Finally but more specifically we want to thanks our parents and friends without them, I would not be able to complete our project effectively. Table of Contents Abstract……………………………………………………………………………………………………………………..….………4 chapter 1 5 Introduction…………………………………………………………………………………………………………………………………5 chapter 2 7 Review Of Literature…………………………………………………………………………………………………………….7 chapter 3 22 Methodology…………………………………………………………………………………...…………………………………22 chapter 4………………………………………………………………………………………………………………………..25 Analysis………………………………………………………………………………………………………..…………………….25 chapter 5………………………………………………………………………………………………………………………..40 Summary &Conclusion…………….…………………………………………………………..…………………………..40 Policy Recommendations…….….…………………………………………………………..…………………………..…41 References…………………………………………………………………………………………………………………..………43 Appendix………………………………………………………………………………………………………………………..…….45 ABSTRACT This study about Comparative Analysis of on-job & off-job training effects on employee......

Words: 6836 - Pages: 28

Model

...IJFPSS, Vol.1, No.2, pp. 35-38, Dec, 2011 H. Darestani Quality excellence model: A review of researches in Developing countries Wan Khairuzzaman Wan Ismail1, Hassan Darestani2*, Maziar Azimzadeh Irani3 1 2 International Business School (IBS), Universiti Teknologi Malaysia (UTM), Malaysia Faculty of Management and Human Resource Development, Universiti Teknologi Malaysia (UTM), Malaysia, 3 International Business School (IBS), Universiti Teknologi Malaysia (UTM), Malaysia dhassan2@live.utm.my (Received Nov 2011; Published Dec 2011) ABSTRACT There have been fundamental changes in management since 1950, and these changes are still affecting enterprises around the glob. Quality as the main issue of these changes has received special consideration. The European foundation for quality management (EFQM) was established in 1988 in order to achieve quality leadership and continuous improvement. EFQM is a model which is designed for all kinds of organization and with utilizing self assessment as a strategic tool helps companies to identify their weaknesses, strengths and areas of improvement. This paper reviews some of the studies conducted in developing countries about applying EFQM in enterprises with special attention to small and medium-sized enterprise (SMEs). The main purpose of this study is to find whether EFQM model have been successful in building winning and efficient organizations in developing countries. Due to the situation of global market and competitive...

Words: 2420 - Pages: 10

Job Design: the Social Information Processing Model

...UNIVERSITY OF LA VERNE La Verne, CA Chapter 7 Creating a Motivation Work Setting Job Design: The Social Information Processing Model Prepared for John C. Sivie BUS 551 CRN 1178 Organizational Theory and Behavior Prepared by Hanguang. Liu 3/7/2013 College of Business and Public Management Department of Business Administration Job Design: The Social Information Processing Model The social information processing model is the job design which based on the information from others or the employees’ own behaviors to affect the employees’ views and ideas of the design of their works. There is an example to protrude the social information processing model: Doherty and Cantu got law degrees from the same university and were hired by the same law firm. They work in different department and report to different partners. Their working situations and outcomes are similar. However, their reactions to the job are different. Doherty feels that he is so lucky he got this interesting and challenging work and he has the high salary makes it better; but Cantu dissatisfy this job because he must spent half of the working time doing assignments for the partners, and hates he does not have the chances to do work for the customer, his high salary is based on the long working hours. The Role of the Social Environment The social information processing model gives some reasons why Doherty’s and Cantu’s attitudes are so different. The social environment will offer......

Words: 608 - Pages: 3

Jobs

...Cashier job description cash is a backbone of any company/firm etc; Cashier coordinates between company and its debtors/creditors, But when you are looking for a job as a cashier so, you are going to take a big responsibility on your shoulders. Handling cash refers to major responsibilities (ex. Cash collection, recording, safeguarding) so as to one should be really careful and mentally strong about this job. A firm/company hires someone for handling its cash although cashier has to be good at mathematical skills, computer skills, quick at billing , sound knowledge of financial software, strong in written and as well as oral communication, ability to work in a fast-paced, can take high stress environment. Cashier Job Description A Cashier Job Description includes the following duties and responsibilities, Skill sets & qualification. Related Read: Accounting Manager Job Description Duties and Responsibilities of a Cashier If one wants to be an avid cashier so he/she has to possess these responsibilities: * Cashier major responsibilities include; cash collection, maintaining records, and safeguarding, depositing of money etc. * Cashier needs to have an excellent knowledge and understanding of the modern office practices, equipment and terminology related to cashiering and reports. * Cashier of company has to be responsible to collect the fees for permit/licenses issued or documents of regarding field. * Another important work for a cashier is to assign......

Words: 541 - Pages: 3

Job Characteristics Model

...About Job Characteristics Model, identification of a situation or outcome (positive or negative), its effect due to the core job dimension and general ideas to address those issues. Submitted By: Sarbin Shrestha(10129) 1. About the model: Figure: Job Characteristics Model by Hackman and Oldham The JCM is developed by psychologists J. Richard Hackman and Greg Oldham. Basically this model shows the relationship between the employee and his/her job. The model consists of five core job dimensions which results in respective (e.g. high skill variety leads to increased meaningfulness)) critical psychological states. These critical psychological states give affective and personal outcomes. Five core job dimensions: * Skill Variety: The range of tasks performed or number of different skills required for a job. * Task Identity: The ability to complete the whole job from start to finish * Task Significance: The impact of the job on others. * Job Autonomy: The extent of freedom an employee has over his or her tasks. The amount of decision-making and independence allowed for employees. * Feedback and dealings with others: The extent to which the job provides the employee with information about the effectiveness of his or her performance. Critical Psychological States: * Experienced meaningfulness of work: When job is structured by combination of three core job dimension such as skill variety, task identity and task significance. * Experienced......

Words: 720 - Pages: 3

Explain and Discuss How the Evln Model Helps an Organisation to Understand an Employee's Response to Job Dissatisfaction?

...Organisational Behaviour Individual Research Report Explain and discuss how the EVLN model helps an organisation to understand an employee's response to job dissatisfaction? Introduction The book of American economist Albert O. Hirschman "Exit, voice and loyalty" which was released in 1970 is a classic attempt to understand human behavior, faced with a deteriorating quality of services they consume, whether it is goods that they buy, the company in which they work or the policy of the state in which they live. The universal model built by Hirschman is a vivid example of an idea whose significance goes far beyond the scope of the author and whose influence continues to be felt for decades in the works of scientists of various fields of science. EVLN model Today, many companies are showing great attention to job dissatisfaction, because it primarily affects the human behavior. The useful and unique template that helps to understand the job dissatisfaction is the exit-voice-loyalty-neglect (EVLN) model. As suggests in the title of the model, it consists of four ways the worker can respond to dissatisfaction. As has been well documented elsewhere, the elements of job satisfaction include pay, feelings regarding supervision, and co-worker relations (Hulin & Smith, 1965). Low job satisfaction has been shown to be linked with strong tendencies toward exit behaviors such as transferring, quitting, and intending to quit and has also been linked with......

Words: 1846 - Pages: 8

Job Specialisation and the Job Characteristic Model

...Essay 2b Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) According to the management text book Williams & McWilliams, 2010, job specialisation reflects the degree to which tasks get broken down and divided into smaller tasks. Benefits include worker proficiency, decreased time between task transfer and the ability to develop specialized equipment for a specific function. So why do organisations employ such a technique? It’s because they want to leverage these advantages and indeed some of the world’s biggest organisations employ their staff in such a way because it help workers become experts in their assigned job responsibilities. For example, Subway fast food restaurant have a systematic way to prepare food for customers by dividing into few segments that have workers in charge of it so that it is efficient and productive. Production cost can also be cut down by using job specialisation. Low wages and salaries are paid to employees due to the simple and easy nature of the work and employees can replaced easily too. The companies do not need to hire professionals who are higher experienced and educated so that they can maximise their profit. Job design is......

Words: 2569 - Pages: 11

Job Characteistics Model

...Timothy Banks November 24, 2014 MGT422-101 Job Characteristic Model Exercise The job I hope to obtain after I immediately graduate from Marshall University will be the position of Assistant Manager of a dairy and crop farm. Being an assistant manager at a dairy and crop farm is a tough, but fulfilling career that I wish to pursue. After I performed my research I came to the conclusion of these numbers for the job characteristic model. For skill variety I found that an 8 was a very reasonable number. Task identity I chose to give it a 7 and for task significance I think it deserves a 7 as well. As for autonomy and feedback the numbers I thought sensible were 8 and 9 respectively. Once I did the formula the total score was 528. Through the interview I had with my father, owner and operator of Alta Vista Dairy Farm, I found some sound reasoning as to why I chose those numbers. An 8 for skill variety seemed reasonable because of the many different skills required for the position. As an assistant manager for the dairy and crop farm I would have to care for and milk the cows. Feeding the animals requires the ability and skills to operate different types of equipment. I will also need some veterinary skills to treat the animals or help with other complications. A dairy farm manager needs to have the knowledge and know how to understand the moods of the animals. The skills needed for the crop part of the farm are a complex knowledge of the different crops such as when they...

Words: 1062 - Pages: 5

Job Competency Model

...The job that I decided to pick for this assignment is the job of a waiter/waitress. A waitresses responsibility is to take orders and serve food/beverages to patrons in a dining establishment. He or she may also have to recommend food/beverages to people who have never been to the restaurant before. It’s important for them to know the menu thoroughly so that they are able to answer any questions that someone may have regarding menu choices. A waiter/waitress has to write patrons’ food orders on order slips, memorize orders, or enter orders into computers for transmittal to the kitchen staff. They have to then check with customers frequently to ensure that they are enjoying their meals and take action to correct any problems. The main goal is for your customers to be satisfied so that the result is a great tip to the waiter/waitress and for them to return to the business establishment in the future. Waiters/waitresses prepare checks that itemize and total meal costs and collect payments from customers (O Net 2015). Competency Model Occupation Specific Task • Present menus to patrons and answer questions about menu items, making recommendations upon request. • Explain how various menu items are prepared, describing ingredients and cooking methods. • Inform customers of daily specials. • Serve food or beverages to patrons, and prepare or serve specialty dishes at tables as required. • Stock service areas with supplies such as coffee, food, tableware, and linens...

Words: 458 - Pages: 2

Job Characteristics Model

... role models, we think of people we call mom, dad, auntie, uncle, teacher, counselor or it could even be a politician or a celebrity or somebody of that sort, but somehow they become are role models. The dictionaries definition of a role model is a person imitated by others, but my definition of a role model is somebody you admire and look up to, learn from their mistakes, watch as they become successful, you see there downfalls, but there still become your role model. Years ago when I was in 7th grade it was black history month and we were having our annual black history month project. And again I was going to do something simple and just do Martin Luther King Jr., But my teacher assigned me a different black history activist. “Lorraine Hansberry” and I remember saying to myself “Who is Lorraine Hansberry??”… Later on that day when I arrived that day home I told my mom who my black history project was and we enjoyed doing the project with me. I learned so much about her. Not only was she an activist she also was a playwright, and an author. So when I received this leadership/role-model ......

Words: 274 - Pages: 2

Job Analysis and Job Design

...Assignment 1 1 Job Analysis and Job Design Introduction Human Resource Management (HRM) systems consist of two major components: job analysis and job design. They have widely-differing contributions on building HRM systems attributed to the change of organizational strategy. This regards to job descriptions, specifications, and different approaches to redesigning the organizational HR systems. The implications of a boundary-less organization are examined that all context of the boundary organization is interdependent in communications, recruitment, selection, compensation and training (Fombrun et al. 1984). It also examines how environment, strategy, and organization are correlated to each other regarding to the conceptual framework for both job analysis and design of work. It initially becomes the most significant element to organizational strategy as to maximize organizational performance. This essay discuss how job analysis and design of work contribute in terms of building a more sophisticated human resource management (HRM) systems, regarding to both positive and negative outcomes from different approaches. It also illustrates the contributions of changeable job analysis in a regular basis as to fulfill the rapid-changing demand of working environment, in addition to a well-developed job redesign approach to support organizational strategy. Job Analysis and Competencies Job analysis could be categorized into job descriptions and job specifications,......

Words: 1537 - Pages: 7